Plans, Prices and Contributions for Classified Employees
2022-2023 Plan Year (October - September)
as per Appendix B of OSEA Collective Bargaining Agreement (will post once finalized)
How much will my benefits cost?
The ESD's monthly contribution (monthly cap) toward Medical, Dental, and Vision premium costs is $1448 per month (prorated by FTE). Employees who work less than 20 hours per week (=<.49 FTE) are not eligible for insurance benefits.
The Classified union has created a "pool" to cover premium costs that go over the monthly cap ($1448) to avoid any out-of-pocket costs for benefit-eligible Classified employee for enrollment in Medical, Dental, and Vision coverage. Pool money coverage is dispersed as follows:
The ESD also pays premiums for all insurance eligible Classified employees on the following plans, enrollment in these plans is required:
1. Basic Life & AD&D Insurance ($10,000 policy)
2. Long Term Disability (60-day@60%)
All benefit eligible employees automatically have access to the following:
EAP - Employee Assistance Plan through Uprise Health (access code: OEBB)
The Life Services Toolkit
Travel Assistance
Workplace Possibilities
The ESD's monthly contribution (monthly cap) toward Medical, Dental, and Vision premium costs is $1448 per month (prorated by FTE). Employees who work less than 20 hours per week (=<.49 FTE) are not eligible for insurance benefits.
The Classified union has created a "pool" to cover premium costs that go over the monthly cap ($1448) to avoid any out-of-pocket costs for benefit-eligible Classified employee for enrollment in Medical, Dental, and Vision coverage. Pool money coverage is dispersed as follows:
- Full-Time Employees whose FTE is .75 or more: Medical, Dental, and Vision premiums are covered in full. No out-of-pocket premiums for Emp Only, Emp+Sp, Emp+Kids, Emp+Family
- Part-Time Employees whose FTE is .50 - .74: your prorated district contribution will be applied to the cost of your Medical, Dental, and Vision premiums for Emp Only, Emp+Sp, Emp+Kids, Emp+Family. You are responsible to pay the difference. For example: if your FTE is .5 you can apply $724.00 to your premiums. If your premiums total $630.61 you would incur no out-of-pocket expenses; if your premiums total $933.50 your out-of-pocket expense would be $209.50 per month; if your premiums total $1968.10, your out-of-pocket expense would be$1244.10 per month.
- Employees whose FTE is .49 or below: are not eligible for insurance benefits
The ESD also pays premiums for all insurance eligible Classified employees on the following plans, enrollment in these plans is required:
1. Basic Life & AD&D Insurance ($10,000 policy)
2. Long Term Disability (60-day@60%)
All benefit eligible employees automatically have access to the following:
EAP - Employee Assistance Plan through Uprise Health (access code: OEBB)
The Life Services Toolkit
Travel Assistance
Workplace Possibilities
Available plans - links to plan brochures are available by clicking on the plan name below.
|
Dental plan choices:
Kaiser Dental Moda/Delta Dental 5 (w/ortho) Moda/Delta Dental 6 (no ortho) Willamette Dental |
Vision plan choices:
Kaiser Vision (Kaiser medical required) Moda Opal Plan VSP Choice Plus Plan Side-by-side comparison plan designs: Medical, Dental, & Vision plan designs Monthly premiums/rates: Medical, Dental, & Vision plan rates |
Incentivized benefit options
Opt-out incentives
Option 1: An OSEA Member who is eligible for benefits and chooses to “opt-out” of all health benefits coverage (medical, dental, and vision) shall receive five hundred twenty five dollars ($525*) per month contributed to a qualified HRA/VEBA plan in accordance with IRS rules for use.
Option 2: An OSEA Member who is eligible for benefits and chooses to "opt-out" of medical insurance but elects to enroll for dental and/or vision coverage shall receive three hundred twenty five dollars ($325*) per month contributed to a qualified HRA/VEBA plan in accordance with IRS rules for use.
*Opt-Out Incentives are paid in full for employees with FTE of .75 and above; prorated for FTE .50 - .74; and unavailable for employees working .49 FTE and below .5 FTE
If you plan to take advantage of the "opt out" incentive above, you must complete an HRA VEBA Enrollment Form and submit it to Human Resources. For HRA/VEBA plan information, please visit www.hraveba.org
MODA PLAN 1, MODA PLAN 2, KAISER Plan 1, and KAISER Plan 2A HRA incentives
Members who are enrolled in Moda Plan 1 or 2 or Kaiser 1 or 2A plans will receive a contribution into an American Fidelity Health Reimbursement Arrangement (HRA) in the following amounts (prorated for FTE .5-.74):
HRA funds shall be distributed per the following schedule:
Mid-Year New Hires distribution of HRA funds per the following schedule (prorated for FTE .5-.74):
*HRA account balances can accrue and carry over from year to year, however they are “NOT portable”. Any remaining account funds will be returned to the classified pool upon separation from NWRESD or enrollment in a plan that does not qualify for an HRA contribution (this portability rule does not apply to HRA/VEBA accounts).
**Our pool is currently healthy, if we see a dramatic decreases over time, HRA funding for Kaiser 1 & 2A and Moda 1 & 2 plans will be the first incentive considered for reduction and/or cessation.
Members who are enrolled in Moda Plan 1 or 2 or Kaiser 1 or 2A plans will receive a contribution into an American Fidelity Health Reimbursement Arrangement (HRA) in the following amounts (prorated for FTE .5-.74):
- $1800 Employee Only
- $3650 Employee + Spouse
- $3650 Employee + Child(ren)
- $3650 Employee + Family
HRA funds shall be distributed per the following schedule:
- One-third will be deposited on or about October 15, 2022, and
- the remaining two-thirds will be deposited on or about January 15, 2023.
Mid-Year New Hires distribution of HRA funds per the following schedule (prorated for FTE .5-.74):
- $150.00 per month of benefits-eligible employment for employees who enroll in Employee Only
- $304.17 per month of benefits-eligible employment for employees who enroll in Employee+Spouse
- $304.17 per month of benefits-eligible employment for employees who enroll in Employee+Child(ren)
- $304.17 per month of benefits-eligible employment for employees who enroll in Employee+Family
*HRA account balances can accrue and carry over from year to year, however they are “NOT portable”. Any remaining account funds will be returned to the classified pool upon separation from NWRESD or enrollment in a plan that does not qualify for an HRA contribution (this portability rule does not apply to HRA/VEBA accounts).
**Our pool is currently healthy, if we see a dramatic decreases over time, HRA funding for Kaiser 1 & 2A and Moda 1 & 2 plans will be the first incentive considered for reduction and/or cessation.
HIGH DEDUCTIBLE – HEALTH SAVINGS ACCOUNT (HSA) ELIGIBLE PLAN INCENTIVES:
Members who select HSA Compliant plans (Moda Plan 6, or Kaiser 3) will receive a contribution to a Health Savings Arrangement (HSA) account in the following amounts (prorated for .5 - .74 FTE):
1. $3650 Employee Only
2. $7300 Employee + Spouse
3. $7300 Employee + Child(ren)
4. $7300 Employee + Family
HSA funds shall be distributed per the following schedule:
- One-third will be deposited on or about October 15, 2022, and
- Two-thirds will be deposited on or about January 15, 2023
Any new employee enrolled after November 1st shall have the amount prorated for the number of months they are eligible for insurance in that plan year.
1. $304.17 per month of benefits-eligible employment for employees who enroll in Employee Only
2. $608.33 per month of benefits-eligible employment for employees who enroll in Employee+Spouse
3. $608.33 per month of benefits-eligible employment for employees who enroll in Employee+Child(ren)
4. $608.33 per month of benefits-eligible employment for employees who enroll in Employee+Family
HSA Incentives are paid in full for employees with FTE of .75 and above; prorated for FTE .50 - .74; and unavailable for employees working .49 FTE and below. *Health Savings Accounts (HSA) can accrue and carry over from year to year, and are “portable”, going with the member upon separation from NWRESD.
**To be eligible for an HSA, you must establish that you are not: Being claimed as a dependent on another's tax return Covered under any other health plan that is not a Qualified High Deductible Health Plan (QHDHP) Covered under any other type of health benefit that covers some of the medical expenses that are covered by a QHDHP Enrolled in Medicare (Not intended to be a complete list).
Members interested in selecting a Qualifying High Deductible Plan (QHDP) should seek additional information about their eligibility for a Health Savings Account by contacting American Fidelity Health Services Administration at 1-866-326-3600 or by email hsa-support@af-group.com.
Employees who select a QHDHP and determined their eligibility for a Health Savings Account must complete an American Fidelity Application and Custodial Agreement and return it to Human Resources.
Optional Plans available from OEBB
Employees who choose to enroll in optional plans will pay the full monthly premium of those plans through payroll deduction.
Click on the hyperlinks below to learn more about each optional plan
Short Term Disability
Optional Life Insurance - premium calculator
Optional AD&D
Long Term Care - premium calculator
Click on the hyperlinks below to learn more about each optional plan
Short Term Disability
Optional Life Insurance - premium calculator
Optional AD&D
Long Term Care - premium calculator
Enrollment is required of all benefit eligible employees
For medical, dental, vision, life, accidental death and dismemberment, and long term care insurance, you must enroll online in the OEBB system within the specified enrollment time-frame.
For medical, dental, vision, life, accidental death and dismemberment, and long term care insurance, you must enroll online in the OEBB system within the specified enrollment time-frame.
- New Employees: Review the benefit information and enroll within 31 days of benefit eligibility in MyOEBB
- Open Enrollment: Your annual opportunity to make changes to your current plans. The Open Enrollment period begin August 15, 2022 and ends September 15, 2022. You must enroll or "opt out" by the end of the open enrollment period.
- Mid-Year Changes: Certain Qualified Status Changes allow such as the birth or adoption of a child, marriage, newly formed domestic partnership, or loss of other coverage may permit insurance enrollment. Complete the Mid-Year Change Form and send it to Human Resources within 31 days of the event.
